Employee engagement has dropped to its
lowest point in a decade as remote and hybrid work reshape expectations. With fewer employees in the office, traditional outings may be less feasible,
pushing companies to rethink how they connect with and motivate their workforce.
To address this challenge, employers are adopting
innovative wellness and engagement strategies that help employees feel supported and connected from anywhere. Companies that invest in employee engagement strategies may see better performance,
higher employee retention, and a stronger workplace culture.
This article explores the top employee engagement trends your human resources (HR) team can use, ranging from new connection tactics to expanded
financial wellness support.
The current state of employee engagement
Employee engagement is slipping, with some groups facing especially sharp declines. The breakdown below highlights where engagement is faltering most and where targeted support can make the greatest impact.
Declines in employee engagement
As the Gallup study linked above shows, only
31% of U.S. employees were engaged at work in 2024 — the lowest level in a decade. The data also shows lower engagement in certain workforce segments, particularly younger professionals and those in hybrid or fully remote roles without strong HR engagement strategies.
Workforce segments most affected
Specific segments of the workforce may be more vulnerable to losing connection and motivation, making targeted engagement strategies essential. Below are a few examples of groups that may require extra support.
Remote and hybrid employees
Remote and hybrid employees can become disengaged for many reasons, including the following:
Delayed communication. Time zone differences and reliance on asynchronous tools can slow down responses and create misunderstandings. When updates are inconsistent and collaboration feels limited, teams may gradually experience
weakening trust and morale.
Lack of feedback and recognition. Without consistent acknowledgement, employees may feel their contributions go unnoticed, potentially leading to strained teamwork and diminished performance outcomes.
Early-career talent
Individuals just starting out in their careers can become withdrawn for several reasons, such as unclear workflows, poor onboarding experiences, and a lack of clear growth opportunities. Because this group is often eager to learn and build skills, providing development programs and mentorship may promote long-term engagement and retention.
Key drivers of employee engagement
Each of the following drivers of employee engagement can work together to tackle the issues that lead to low motivation and detachment.
Communication
Effective communication makes employees feel included and valued — both of which are central to staying engaged at work. Platforms where leadership can routinely interact with remote individuals and teams
help keep lines of communication open. These tools also create a space to acknowledge contributions and celebrate successes.
Growth and development
Wellness programs
Incorporating wellness programs into your engagement strategy tends to promote better work-life balance. In fact,
77% of employees say wellness programs have a positive impact on their workplace culture. Support that extends beyond the workplace shows employees the company cares, fostering
long-term loyalty and engagement.
10 latest trends in employee engagement
Employers should keep the following 10 engagement trends in mind as they build out strategies to strengthen the employee experience.
1. Transparent communication
Following through on commitments and explaining decisions are important first steps to keeping talent engaged.
According to Gallup, individuals are three-and-a-half times more likely to be invested when they trust leadership. They’re also nearly seven times more prone to feel connected to company culture when they can see how today’s actions will impact the organization’s future.
2. Upskilling and re-skilling
HR leaders are actively investing in employee engagement strategies that emphasize skills and career development — and for good reason. Continuous learning opportunities could build employee confidence and strengthen retention by showing a clear path for growth.
In addition, nearly half of the learning and talent development professionals
surveyed by LinkedIn agree that their workforce isn’t well-equipped to carry out their company’s business strategy. This gap underscores the need for targeted training and development. Well-designed programs aim to improve performance and strengthen engagement by building confidence and clarifying career opportunities.
3. Flexible scheduling
Adaptable planning may contribute to better work-life balance and provide autonomy, which can also keep employees engaged. Flexible work options — such as four-day workweeks, flex time, and asynchronous schedules — can elevate engagement by giving employees more control over when and how they work. For instance, a 2022 survey out of the U.K. found that a four-day workweek program decreased employee
turnover by 57%.
4. Artificial intelligence (AI)
Too much
busywork hurts engagement, so many industries are starting to use AI to handle routine tasks. For instance, as of January 2025,
61% of HR leaders reported they use AI to streamline HR processes, up from 13% in June 2023. The study projects that by the end of 2025, AI could reduce the time HR teams spend on administrative work by up to 60%. This gives leaders more time to interact with their teams and allows employees to focus on high-value work.
5. Employee recognition
Gallup research indicates that employees who receive consistent recognition are five times more likely to remain engaged than those who don’t. Virtual communication tools can make it easier to spotlight employee wins by immediately sharing these achievements across the entire organization.
6. Mental health and wellness resources
Employees who believe their company cares about their holistic well-being are
three times more likely to remain engaged on the job. To provide proactive support, many organizations offer mental health benefits in addition to physical healthcare, with comparable copays and access to providers.
7. Career pathing
Mentorship, internal promotion tracks, and continuous education may help keep
employees motivated because they can see a clear career trajectory.
Studies indicate that organizations that prioritize employee development report 11% greater profitability and double the retention rates of those that do not.
8. Regular feedback
Gallup notes that
80% of employees who received thoughtful feedback in the last week are fully engaged in their work. They’re also nearly four times more likely to feel invested in the company when they are given feedback daily rather than annually. Consistent, constructive input can provide clarity on strengths, areas for growth, and the next steps in an employee’s career path. Scheduling regular conversations gives employees something to work toward, which tends to keep them motivated.
9. Incentive programs
Compensation
remains a core driver of motivation. Today, however, new initiatives for employee engagement in this area are expanding to incorporate skills development, time off, and employee experiences. Total rewards programs build on this approach and are another pillar of employee engagement, quickly becoming a
common practice among modern HR teams.
10. Financial wellness support
Money-related stress can hurt focus and productivity by
reducing mental energy and increasing anxiety. Bank of America research reveals that nearly
two-thirds of employees feel stressed about their finances. The report notes that employers should take time to understand these stressors and implement
financial wellness solutions focused on personal finance. Offering comprehensive financial wellness benefits like EarnIn may help support day-to-day stability and can foster long-term engagement.
What can employers do?
To say on top of employee engagement trends, employers should consider taking the following steps:
Invest in comprehensive well-being. Companies should consider investing in measures their workforce truly values — which often means letting go of outdated approaches. Offering more relevant benefits, such as flexible work options and career development, can improve key metrics like retention and productivity.
Effectively communicate total rewards benefits. When possible, leaders should ensure employees understand the benefits available beyond basic perks and know how to access them. Without this clarity, valuable programs risk being underutilized, leaving employees feeling unsupported.
Help managers take the lead. Executives should give frontline managers tools like communication guides, feedback frameworks, and engagement training. This information can help set clear expectations around individual performance and team outcomes.
Partner with EarnIn to encourage better employee engagement
Successful companies often weave employee engagement strategies into their culture. Practices like clear communication, professional development opportunities, and
comprehensive rewards packages can foster a more connected and motivated workforce.
EarnIn helps employers implement and deliver no-integration solutions that help support financial wellness and strengthen workforce loyalty. With EarnIn’s
Earned Wage Access (EWA)
solution, employees can access up to $150 per day, with a maximum of $750 between paydays.
They can get paid in minutes using Lightning Speed, starting at $3.99 per transfer
,
or choose to get their money in one to three business days at no cost. Tips are always optional.
EarnIn’s additional tools can also support retention and overall financial health. For example, Credit Monitoring
helps employees track credit scores, while
Balance Shield helps them avoid the surprise of overdrafts. Studies show that over 50% of employees report
money is their biggest stressor, and those who feel secure in their finances feel more engaged at work.
Please note, the material collected in this post is for informational purposes only and is not intended to be relied upon as or construed as advice regarding any specific circumstances. Nor is it an endorsement of any organization or services.
This Blog was sponsored by EarnIn. While the author received compensation, the information shared is grounded in independent research and intended to provide helpful and accurate guidance to readers.
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